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This dissertation investigates the relationship between nature exposure in the workplace, job satisfaction, and creativity among full-time employees in Macao. The study aims to examine the impact of exposure to greenery and sunlight on job creativity and job satisfaction, as well as the mediating role of job satisfaction in the relationship between workplace nature exposure and creativity. Drawing on existing literature, the study proposes the following hypotheses: (H1) Workplace nature exposure, including greenery and sunlight, positively influences job creativity. (H2) Workplace nature exposure, including greenery and sunlight, positively affects job satisfaction. (H3) Job satisfaction mediates the positive relationship between workplace nature exposure (specifically, greenery and sunlight) and job creativity. A quantitative methodology utilizing cross-sectional self-response questionnaires was employed for data collection. The measures used were pre-validated and translated into Chinese through a rigorous process of translation and back-translation. The final sample consisted of 450 full-time workers in Macao. The results highlight the significance of integrating natural elements, such as greenery and sunlight, into the work environment to promote a more favourable setting for innovation and the overall well-being of employees. The implications of these findings, both in theoretical and practical terms, are thoroughly discussed. By examining the relationships, this study contributes to the understanding of how the physical environment influences employee well-being and performance. The findings offer valuable insights for organisations and policymakers in designing workspaces that foster creativity and job satisfaction among employees

Public transportation is an important component of urban infrastructure and has a significant impact on the convenience and well-being of citizens. In Macau, with rapid economic development and urbanization, an efficient land transport system is essential to support sustainable development. Previous research has primarily focused on the sustainable development of the transportation sector in Macau, with little attention given to studies concerning employees. Therefore, the purpose of this study is to examine the impact of transformational leadership on employee work performance in the land transportation sector in Macau, with a particular focus on the mediating role of employee work engagement. Through a quantitative research methodology, this study utilized an online questionnaire to collect data from 194 employees from the bus and LRT sectors in order to achieve the research objectives. Convenience sampling and snowball sampling methods were used in this study to analyze the data through SPSS software to assess the relationship between transformational leadership, employee work engagement and employee performance. The findings reveal that there is a significant positive relationship between transformational leadership and employee performance, as well as a significant positive relationship between transformational leadership and employee work engagement. In addition, employee work engagement played a partial mediating role between transformational leadership and employee performance. The findings suggest that transformational leadership not only directly enhances employee performance, but also indirectly enhances employee performance by increasing employee work engagement. These insights have important practical implications, indicating that adopting transformational leadership behaviors can effectively enhance employee engagement and performance, thereby improving organizational effectiveness. Specifically, managers in Macau's transportation sector should pay attention to and cultivate transformational leadership behaviors in order to enhance employee work engagement and performance, and thus achieve higher organizational effectiveness and building a strong team

This dissertation aims to shed light on the factors derived from employee identity that contribute to corporate volunteering participation. The study explores the influence of perceived organizational support (POS), group cohesion, perceived volunteering meaningfulness, and transformational leadership on engagement in corporate volunteering activities. The study employed a correlational quantitative design, collecting data through a questionnaire survey. The findings reveal that POS and group cohesion positively impact corporate volunteering, with volunteering meaningfulness mediating these relationships. Transformational leadership moderates the effect of volunteering meaningfulness on the relationship between POS and corporate volunteering. This research adds to the literature on identity and corporate volunteering by establishing a connection between employee identity and engagement in corporate volunteering activities. It emphasizes the importance of volunteering meaningfulness as a key factor in this relationship, highlighting the positive influence of POS and group cohesion. By considering both POS and group cohesion as antecedents, this study offers new insights into the understanding of identity and corporate volunteering. Practically, organizations can enhance employee participation in corporate volunteering by cultivating a supportive work environment, showing care for employees' well-being, and recognizing their contributions. Promoting group cohesion through effective communication of organizational goals can increase employee identification and motivation for volunteering. Emphasizing the personal significance of corporate volunteering and highlighting its impact can boost employees' intrinsic motivation and sense of purpose. To implement successful corporate volunteer programs, organizations should provide support and appreciation for employees' efforts, utilize transformational leadership to inspire commitment, and consistently reinforce the value of corporate volunteering. The practical implications of this research provide guidance for organizations seeking effective implementation of corporate volunteer programs as part of their corporate social responsibility strategies. It also holds relevance for researchers interested in exploring the intersection of employee identity and corporate volunteering

With the increasing number of tourists coming to Macau after the three years of lockdown period, more quality services are expected. However, organisations are now facing a big challenge in maintaining sufficient employee, managing their employees’ performance and productivity. Employee engagement plays an important role because it will not only affect individual performance but also the performance of an organisation. This is the first study to provide evidence of the engagement level of general employees working in Macau, and of its relationships with job autonomy, organisational justice and organisational culture. The study results revealed that the levels of vigour, dedication and absorption of employees working full time in Macau were slightly above the mid-point value 3 of the scale, with about 30% of employees were found less engaged or disengaged. Criteria autonomy, method autonomy, schedule autonomy, organisational justice and collectivism culture were positively and significantly correlated with all three dimensions of employee engagement (i.e. vigour, dedication and absorption). There is no significant negative relationship between power distance culture and employee engagement. Method autonomy was the strongest positive predictor of all three dimensions of employee engagement, followed by organisational justice, while collectivism culture was a positive predictor for vigour and absorption. The implications for management will be discussed in terms of organisational support and communication

The current study examined responses from 342 full-time and part-time employees in Macau’s gaming and public sector. The intention was to examine the relationship and explore the effect of organizational culture (innovative, supportive, and bureaucratic) and organizational leadership (transformational and transactional) on employee work engagement (cognitive, emotional, and physical) with the moderating role of organizational commitment (affective and continuance). The objectives of this study are mainly: 1) to explore the relationship between organizational culture and leadership with employee engagement respectively; 2) to further investigate employee engagement and the difference between the gaming sector and the public sector, and 3) to explore the moderating role of organizational commitment between the organizational culture and leadership to employee engagement respectively. Understanding the relationship between these essential elements is crucial for the individual and organization which ultimately leads to a sustainable and utmost performance for the benefit of Macau's constant economic development. While regression analysis represented transformational leadership as the powerful predictor of the three facets of work engagement to employees in both sectors. Though there was no relationship between the variables and the moderators, there was a positive interaction between transformational leadership, affective commitment (TFL x AC), and emotional and physical work engagement of the employees from the gaming sector, there was a positive interaction between innovative culture, affective commitment (IC x AC) and cognitive work engagement and a negative interaction between transactional leadership, continuance commitment (TL x CC) and emotional work engagement in the public sector subgroup. Results were interpreted concerning the organizations, leaders, and employees in both sectors in Macau, followed by a discussion on the implications of enhancing work engagement

The aim of the current study was to explore the relationship between perceived organisational support and co-worker support, with turnover intentions, and the role of perceived job alternatives. Turnover intentions have been a global issue for employers. In this study, we would like to investigate whether the previous global findings could also be applied in Macao. Although some similar researches were conducted in Macau, it’s not exactly the same as ours. We would like to further focus on the front-line and non-frontline group. A quantitative methodology was applied using a cross-sectional design through an online questionnaire disseminated via social media and completed by 339 full-time workers in Macao. We found that only perceived organisational support, not co-worker support, showed a negative relationship on turnover intentions. the effect seems weak for the general sample but stronger for non-frontline workers. Concerning the moderating effect of perceived job alternatives, the analysis confirmed a significant interaction to predict turnover intentions. We discussed that employees may feel trapped in their current positions due to limited job prospects elsewhere. However, employees who perceive high levels of organisational support are more likely to remain loyal and engaged even when external alternatives are scarce. Practical implications include that it might be beneficial for both employees and organisations if organisations in Macao could develop effective human resources policies and retention strategies to enhance employee retention and mitigate the negative consequences of turnover. In this study, we confirmed a negative relationship between POS and turnover intentions, but still, the effect seems weak. The effect of POS on turnover intentions seems much stronger for non-frontline employees. We confirmed co-worker support had a negative correlation with turnover intentions, which was not enough to predict turnover simply based on co-worker support. Moreover, Perceived job alternatives are confirmed to have significant interaction with POS but non-significant interaction with co-worker support on turnover intentions

In Macau, gaming is a pillar industry. The job performance of the employees is a determining factor for gaming and integrated resorts’ ability to improve their competitiveness in an evolving environment. Therefore, organizational behavior is an important topic for gaming and integrated resorts. In view of social exchange theory, this study takes the employees of the six gaming and integrated resorts in Macau as sampling. The study would be overviewing how psychological contract fulfillment affects their organizational citizenship behavior in the organization, and relationship between work engagement and their abusive supervision in the six gaming and integrated resorts employees in the Macau gaming and related industry. This study takes psychological contract fulfillment as the independent variable, organizational citizenship behavior as the dependent variable, work engagement as the mediating variable, abusive supervision as the moderating variable. Data was collected through random online questionnaire research method and 257 valid questionnaires were obtained. SPSS statistical software applied for reliability and validity analysis, Pearson correlation and regression analysis. The conclusions are listed in following: (1) Psychological contract fulfillment has a partial positive impact on organizational citizenship behavior ; (2) Psychological contract fulfillment has a partial positive impact on work engagement; (3) Work engagement has a positive impact on organizational citizenship behavior; (4) Work engagement has a positive mediating effect between psychological contract fulfillment and organizational citizenship behavior; (5) Abusive supervision has no moderating effect between psychological contract fulfillment and work engagement; (6) Abusive supervision has no moderating effect between work engagement and organizational citizenship behavior

The Macau six gaming concessionaires are encouraged to diversify their business activities beyond the gaming sector to promote a more balanced economy in Macau. It is worth noting that a substantial portion of the workforce within these organizations is employed in non-gaming sectors. Unlike previous studies that primarily concentrated on the gaming sector, this study aims to assess the extent of work engagement among all employees, encompassing both gaming and non-gaming employees, within the six gaming concessionaires of Macau. It also aims to explore the correlation between organizational culture and work engagement, as well as the mediating role of job satisfaction in this relationship. The survey design utilized convenience and referral sampling methods to select the sample. A quantitative approach was employed, and data was collected through an online self-response questionnaire with a total of 396 participants. The study findings reveal a positive correlation among all variables, with a particularly strong relationship observed between supportive organizational culture and various aspects of work engagement. Notably, the mediating variable of job satisfaction, specifically the nature of work, had a more significant impact than the direct effect of organizational culture on emotional and physical work engagement. These findings suggest that organizations should prioritize the development of a supportive organizational culture to enhance work engagement. Furthermore, it is crucial to provide employees with motivating and meaningful work that gives them a sense of accomplishment upon completion. Future studies could explore the relationship between organizational culture and work engagement by examining two distinct employee groups, such as local employees and expatriates

The insurance companies in Macau are potentially facing a crisis of high turnover rates, exacerbated by the limited studies conducted on the insurance industry to address this issue, as the gaming and travel industries are currently experiencing a significant demand for human resources due to economic recovery. In light of this, a study was conducted to better understand the attitudes of 105 currently employed insurance agents in Macau insurance companies, specifically their commitment and thoughts of staying or leaving their employers. The study examined several independent variables (distributive justice, perceived organizational support (POS), job satisfaction, and caring climate) in relation to insurance agents’ turnover intention and the role of affective commitment. The aim was to determine the association between these variables and turnover intentions among insurance agents. The snowballing methodology was employed to effectively engage with the insurance agents and gain insights into their perspectives. The results of the statistical analysis revealed positive correlations between all independent variables and affective commitment. Job satisfaction and POS were identified as strong positive predictors. Additionally, mediated regression analyses demonstrated that affective commitment significantly mediated the relationship between all independent variables and turnover intention. Finally, the study provides implications for insurance company management to address and reduce the high turnover rate. Furthermore, the importance of future orientation is further discussed

This study examined the relationships between organizational justice, job satisfaction, and subjective well-being of medical doctors and nurses in Macao. It applied a quantitative methodology through a cross-sectional applying self-response questionnaires to 149 healthcare workers. Consistent with the group-engagement model (Tyler & Blader, 2003), findings indicate that organisational justice and job satisfaction improve subjective well-being. Yet, inconsistent with the model and our hypotheses, organizational justice did not affect work satisfaction. Finally, nurses experienced less positive justice perceptions than doctors. The study provides insights into the relationship between organizational justice, job satisfaction, and subjective well-being among healthcare professionals, which might help enhance working conditions. Healthcare organizations should prioritize promoting job satisfaction and justice perceptions to increase healthcare personnel's subjective well-being. The cross-sectional design limits causal inferences about variable relationships, and the self-reported data may have social desirability or response biases. Still, the originality and value of this paper lie in its contribution to the literature on the well-being of healthcare workers, particularly in the unique context of Macao. To our knowledge, this is the first study in Macao to examine the relationship between organizational justice, job satisfaction, and subjective well-being among healthcare workers

The aim of this research is to investigate how power distance orientation effects the relationship between perceptions of organisational politics and perceptions of organisational justice. A quantitative cross-sectional study was conducted on 172 full time workers in Macau, where respondents self-responded to questionnaires that were translated back-to-back into Chinese in order to accommodate the populations native language. This study found that power distance was contrary to our initial hypothesis of high-power distance equals to high politics and low justice. It was found that high power distance in facts equates to lower political perceptions and higher justice perceptions. This study contributes to understanding power distance in Macau as it is not noted in the Hofstede cultural dimensions. We also learned that having a longer distance between a position of power can contribute to less political activity and more sense of justice for the employees

"This study explored the relationships of work-life balance and turnover intentions of full-time employees in Macao, and role of gender, parenting, and elderly care. Namely: (1) What is the relationship between work-life balance perceptions and turnover intentions? (2) What is the moderating role of gender in the relationship between work-life balance perceptions and turnover intentions? (3) What is the moderating role of parenting (i.e., having children or not) in the relationship between work-life balance perceptions and turnover intentions? And, (4) what is the moderating role of care for elderly family members (i.e., having to provide care or not) in the relationship between work-life balance perceptions and turnover intentions?"

We see security guards around in Macao in our daily lives and they are the ones who are responsible for protecting people’s safety and properties. Most security guards are non-local workers and might have different workplace stress levels. This study’s main aim is to investigate how job satisfaction and supervisory support are related to burnout among security guards in Macao. The research is carried out through a quantitative questionnaire to collect data and deliver it to the local and non-local security guards working in Macao. A total of 132 questionnaires were collected. It is expected that when security guards have higher job satisfaction and more supervisory support, they will experience less burnout. This intention enables the organization to make some changes to help the security guards from burnout due to job dissatisfaction and no supervisory support. The practical implication for reducing stress is introducing training courses such as mindfulness-based stress training programs. Future research will investigate other support like organizational support, peer support, and family and friends support on security guards

The phenomenon of burnout has been recognised as a worldwide occupational health issue after being vastly studied for decades. Trait Emotional Intelligence (trait EI) and resilience have been identified as personal protective factors (Gutierrez & Mullen, 2016; Listopad et al., 2021), while organisational socialisation is suggested to be an organisational factor in helping people in preventing burnout (Taormina & Law, 2000). With the purpose of 1) investigating the phenomenon in the counselling profession, as well as 2) exploring how trait EI and resilience are related to burnout and whether organisational socialisation might impose moderating effects in between, the present study examined 115 counselling professionals currently employed and working in organisational settings in Macau by snowball sampling, using a quantitative and cross-sectional approach through self-reported online questionnaires. From the data obtained, different burnout patterns were observed according to job titles and work settings, indicating that counselling professionals with different specialties and work in different settings have unique sources of stress, which resulting in differences in their burnout patterns. No between-group differences were observed in age and work experience, while male participants have a higher burnout perception than female participants in the current study. On the other hand, current results suggested trait EI and four components of resilience (determination, endurance, adaptability and recuperability) are negatively correlated to counselling professionals’ burnout perception, providing supportive evidence that trait EI and resilience are protective factors against burnout. Moderation analysis results revealed that organisational socialisation has some moderating effects on the relationship between trait EI, resilience and burnout. However, differences in direction and intensity indicated that the moderating effects of organisational socialisation might be influenced by individual differences. Further studies are needed to better the understanding of the moderating effect of organisational socialisation. Limitations of the current research and implications for counselling professionals and organisations were also discussed in the study

This study explored the effect of communication (i.e., among staff, and between staff and clients) and of cultural diversity on job satisfaction (i.e., intrinsic, extrinsic, and general) and perceived service quality of formal caregivers working in elderly services in Macao. We applied a quantitative methodology, based on a cross-sectional design using a self-response questionnaire to 162 staff in six elderly centres in Macao. Based on an extensive review of the literature, we proposed that: H1) cultural diversity is negatively related to (a) intrinsic job satisfaction, (b) extrinsic job satisfaction, (c) general job satisfaction, and (H5) negatively related to perceived competence and service quality; (H2) communication (a) among staff and (b) between staff and clients is positively related to intrinsic job satisfaction (H3) extrinsic job satisfaction, (H4) general job satisfaction, and (H6) perceived service quality; and finally that (H7) intrinsic, (H8) extrinsic, and (H9) general job satisfaction mediate the relationship between (a) cultural diversity, (b) communication among staff and (c) communication between staff and clients, and perceived service quality. We found that more communication among staff was related to higher intrinsic, extrinsic and general job satisfaction, and perceived competence and service quality. And intrinsic job satisfaction mediated the positive effect of communication among staff on perceived service quality. Opposite to predicted communication between staff and clients was related to lower levels of job satisfaction. And cultural diversity was positively related to satisfaction, as well as perceived competence and service quality. The theoretical and practical implications of findings, as well as limitations and suggestions for future research were discussed

The purpose of this study is to examine work engagement and mental well-being in Macau, specifically after more than three years of COVID. Examine whether external factors such as emotional support from supervisors, co-workers, and family members have a positive impact on work engagement and mental well-being, and whether the internal factor self-reflection with its three aspects of need for self-reflection, engagement in self-reflection, and insight from self-reflection moderates the relationship between emotional support, work engagement, and mental well-being. The target audience consists of Macau's integrated resort, hospitality, and gaming industry employees. According to the Affective Event Theory (AET), affective events at work generate emotional responses that influence the attitudes and behavior of employees in the workplace. In this study, this theoretical framework was used to clarify the interplay of variables that explain emotional support from supervisors, co-workers, and family members, work engagement, and mental well-being. An online self-response survey (N=325) was used to conduct quantitative and cross-sectional research. There was also a combination of simple random sampling, convenience sampling, and referral sampling. All variables were found to be correlated, and while perceived supervisor support was a significant predictor of all aspects of work engagement and mental well-being, family and co-worker support only predicted certain aspects of these variables. Self-reflection partially moderated the positive effects of certain emotional support on work engagement and mental well-being

The aim of this study is to investigate the influence of leadership styles and organizational cultures to employee’s organizational commitment under the pandemic situation in Macao. The dependent variables comprise of the three dimensions of organizational commitment. Among those three, affective commitment and continuance commitment are considered to be analyzed in this study. The leadership styles concept and organizational cultures are applied as the independent variables. The objectives are achieved using quantitative research method with questionnaires in Likert scale scores. The two significance reveals that laissez-faire leadership style had a positive relationship with continuance organizational commitment (H4) and innovative culture had a positive correlation with continuance organization commitment (H6). Such outcomes were extended to a qualitative study with qualitative approach on discourse analysis to explore the potential factor and a leadership discourse analysis was initiated. While the findings on influence of leadership and culture on organizational commitment is not a major concern for Macao employees in the pandemic situation, the significance of specific leadership style and culture rationalizes the transformation and status of Macao employees’ views towards leadership and employers’ perspective on organizational culture. The data collected in this study may also provide valuable resources for future study and training programs for the coming batch of employees in the coming new phase of Macao in entering the 2nd round of gaming licensing. Create the right leadership and culture for the organization to bring back the passion of Macao employees

The aims of the present study are to investigate the level of work engagement of the inclusive teachers in Macau and what potential factors would contribute to the increase of their level of work engagement. In this research, the framework of the self-determination theory developed by Ryan and Deci in 2000 was partially employed. I suggested the inclusive teachers’ self-efficacy and perceived autonomy to act as the independent variables, while perceived organisational support was involved as the mediating variable. Quantitative method was applied in this study by using an online self-response questionnaire (N= 150). The stratified sampling strategy was applied as well in order to ensure the representativeness. No gender difference of work engagement level was found among Macau inclusive teachers. Positive correlations were found among all variables. Besides, perceived organisational support was expressing positive mediating effects on the relationships between independent and dependent variables under some specific circumstances. For example, the relationship between efficacy to use inclusive instructions and emotional and physical work engagement; the relationship between perceived autonomy and cognitive, emotional, and physical work engagement. Theoretical and practical implications for the non-tertiary schools and inclusive teachers can be found in this study. Future studies should be continued to investigate the limitations and suggestions of this field of research